The purpose of this policy is to demonstrate the commitment of the Company to maintaining non-discriminatory procedures and practices in the workplace.

The Company is an Equal Opportunity Employer. The company will not discriminate against any employee or prospective employee on the grounds of their gender, race, religion or belief, disability, age, sexual orientation, pregnancy and maternity, marriage and civil partnership, or gender reassignment (the Protected Characteristics).

The Company will also not treat employees less favourably because of their political opinion or affiliation, part time or fixed term status, or affiliation with any trade union.

The Company is committed to ensuring that all people at work are treated with dignity and respect. This commitment to equal treatment applies with respect to advertising, selection for employment, promotion, training and development, to conditions of service, benefits and facilities, to health and safety and to conduct at work. Selection of employees will be based fairly on aptitude and ability.

Disabled Employees
It is the policy of the Company to give full and fair consideration for all employment vacancies to any disabled person who offers himself or herself as a suitable applicant for any job. Due regard will be had to their particular aptitudes and abilities for any particular situation.

Perceptive Discrimination
The Company will not tolerate any employee, or potential employee, being unlawfully discriminated against because they are perceived to have one of the protected characteristics. These include age, disability, gender reassignment, race, religion or belief, sex and sexual orientation.

Associative Discrimination
The Company will not tolerate any employee, or potential employee, being discriminated against because they are associated with someone who has one of the protected characteristics. These include age, disability, gender reassignment, race, religion or belief, sex and sexual orientation.

Victimisation
In the event a member of staff has a grievance or complaint in connection with the Equality Act 2010, in good faith, The Company will take all reasonable steps to ensure they are not victimised by reason of making that allegation.

Employees who are found to have maliciously raised or supported an untrue allegation will be subject to disciplinary action.

Tim Henson
Managing Director
Henson Franklyn Ltd

January 2026